Discuss the barometer of undue hardship

Discuss the barometer of undue hardship

Americans with Disabilities Act of 1990 (ADA) prohibits discrimination based on disability in all employment practices, such as job application procedures, hiring, firing, promotions, compensation, and training. According to the ADA, a disability is a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment. However, there are a few conditions not covered such as such as obesity, substance abuse, and left-handedness. The EEOC guidance also played a part when it comes to the employers. Its indicates that employers should not spend a lot of time trying to determine whether a possible employee meets the requirement under ADA. Instead the employers should spend time on whether the request made are reasonable. Employers are required to ensure that proper adaptations are made for their employees in order for them to work in a safe, accommodating environment. Examples of some reasonable accommodations include purchasing braille keyboards for blind employees, adding screen reader software, installing a ramp, ensuring there are sign language interpreters or closed captioning at meetings, and easiest of all, flexibility with work schedules. Most of these are inexpensive and can be easily administered.



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Barometer of Undue Hardship

Undue hardship refers to accommodation actions that cause employers to incur significant expenses or difficulties when various factors are taken into consideration. Employers are not responsible for making accommodations for their employees if such actions would result in undue hardship in organizations’

(294 words)

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